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Diversification
There are several different types of diversity that I have observed in my organization. They relate to primarily to that which is both inherent and acquired. Of the former, there is a slight amount of diversity in age. Most of the people in the organization are born from the early 1960's to the late 1970's -- there are only a few people that are born in the 80's and none from the 1990's or later. In terms of race and ethnicity, there is not enough diversity. The vast majority of the employees and upper level management are Caucasian. However, there is a paltry amount of Pacific Islanders and a single African-American. There is not so much diversity in the education of most of the employees. The vast majority of them appear to have basic bachelor's degrees with very few (possibly just one person, actually) having attained advanced degrees. In terms of marital status, however, there is a wide range of diversity. There are employees that are married or single, some that are engaged, others that are divorced and even some that are currently separated. Additionally, there is a modest amount of acquired diversity in the form of geographic location. The vast majority of the employees are located in Southern California, while a few are from the Midwest. A couple of them are situated in the Eastern Standard...
The most significant area in which my organization is diverse is in the work content that employees do -- some have purely administrative jobs while others have extremely specialized managerial positions pertaining to arcane facets of information technology. There are salesmen and marketing people, and those in all of the traditional enterprise departments (such as finance, etc.).
It appears as though my organization is actually becoming more diverse. Still, it should be noted that due to the largely homogenous Eurocentric population of employees, the organization certainly has a substantial amount of room to become more diverse. However, there were a couple of recent additions to this organization that appear to either be Pacific Islanders, Latinos, or perhaps some combination of the two. Their positions with the company were a fairly positive sign that the company was attempting to take strides to become more diverse. Despite the additions of these women, this particular organization still has a lot more to do to effectively become diverse.
Diversity can present certain problems for this organization. Firstly, it can make certain people uncomfortable in certain situations. For instance, there are a number of different individuals that are used to the fact that traditionally, this…
references among different cultures so as not to overly rely on just one. Doing so ensures that the overall impact on culture pertaining to both inherent and acquired conceptions of diversity is minimized, while emphasizing a sort of company culture that is inclusive and does not alienate types of employees.
According to these authorities, "Workplace stressors often have detrimental effects on faculty job satisfaction and may lead to decisions to leave the institution or to leave higher education entirely. Although some degree of turnover is inevitable and perhaps desirable, high rates of faculty turnover can be costly to the reputation of an institution and to the quality of instruction" (p. 776). In many cases, the very faculty members that
If the right employee is chosen then the knowledge that they gain while abroad can be a valuable asset when they return home. They develop an intimate relationship with a different market than the parent company. This knowledge can help the parent company expand to meet the needs of a more diverse group of clients. There have not been many studies in this area at all. This study has
Diversity Vermont Diversity Issues in Higher Education and the University of Vermont How does this school present its interests in " diversity"(college's mission statement, diversity statement, website) The University of Vermont takes great pride in the diversity of its student population. The school courts students from throughout both the United States and the international community, creating an atmosphere in which all races, religions, ethnicities, nationalities, sexual orientations and genders are made to feel
expanding diversity issues without violating the Hopwood decision. Draft a memo explaining ways to make the student body more diverse. MEMO: MAKING THE STUDENT BODY MORE DIVERSE There are several ways that the university can make the school more diverse without violating the Hopwood decision. The student body currently has 34% of undergraduates even though the university immediately brought its admission policies in line with the Hopwood Decision. The university is
Business Management -- Diversity Issues Contemporary business managers must be competent in all areas of diversity issues in order to comply with applicable federal laws, state laws, and to insulate their business organizations from potential civil liability arising from lawsuits for violations of those laws (Halbert & Ingulli, 2008). Cultural diversity issues typically arise in connection with the increasing demographic diversity of American society in general. Ethnic diversity issues also typically
cultural diversity issue of non-American employees communicating frequently in their own native language creating an environment of sensitivity and bias amongst the non-Hispanic community. Handling Diversity in an Organization The contents of this paper focus on the cultural diversity involving Films Recovery Systems, an American company located at the heart of Chicago, Illinois. The paper takes an insight into the issue and also proposes solutions that can resolve the problem. The